Individual competencies relate to specific job-roles and how well they can be carried out

CANBERRA, Australia - AussieJournal -- While many might look at a competency framework and deem it unnecessary, the Acorn subject matter experts disagree. When you consider competence is having the necessary skills, knowledge or ability to successfully do something; a competency framework is a standardised structure used to define competencies that are necessary for employees to meet business objectives. In their recent blog post, the Acorn experts explain why a competency framework is so valuable and how to best go about implementation.

Competency frameworks are useful for measuring the skills and knowledge of employees, as well as for assisting with growth, succession planning and skill development. They can help with onboarding, recruitment and hiring, as well as provide a basis for professional and leadership development.

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"Individual competencies relate to specific job-roles and how well they can be carried out," said Blake Proberts (CEO and Co-Founder). "On the other hand, organisational competencies are the sum of individual competencies."

Developing an organisational competency framework can be made clearer by breaking it down into four clear steps. Start by outlining goals and defining the competency framework's purpose. Next, gather data from a variety of sources. Once that data has been collated, use it to create the framework utilising a manageable number of competencies. Lastly, implement the framework, and continually revise it according to industry changes and technological advancements.

By not implementing a competency framework, organisations risk overcomplicating their HR activities. It also makes it difficult to identify the skills and knowledge gaps that employees need to correct to succeed. Expectations for roles can become unclear which may lead to inefficiencies and confusion.

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You can read the Acorn experts' full article about competency frameworks via Acorn Labs:

Pursuit Technology is a fast growing HR technology company. Pursuit, via Acorn LMS, takes a different view to strategically enabling HR and L&D teams compared to traditional providers. Rather than focusing on analytics after learning experience, their products use workforce planning and capability frameworks prior to any learning. By linking to a company's strategy, Pursuit products can inform organisational capability gaps and suggest education, deliver this education, then measure the impact – proving business impact by the HR and L&D team in a quantifiable way.

Dean Walters

Source: Pursuit Technology

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